Approach

 We only need the following information to commence a search:

• An understanding of the Client's compelling proposition
• An internal and/or external benchmark Candidate
• Ideal sourcing grounds

We approach high calibre, “best in class” individuals who would have been consistently recommended to us via our extensive number of “moles” in target companies - irrespective of whether they are looking to move.

We profile and interview Candidates to ascertain capability, cultural fit and then reveal our Client’s identity. We identify their key drivers and motivations and ethically sell them the vision of working for our Client. 

Most of the people we approach are not actively looking to move. They are highly regarded and rewarded by their current employer and so need to see the real added value of joining our Client - both now and for their future marketability.

Our interview style is informal, conversational yet rigorous and challenging with an emphasis to move potential Candidates from “non/passive recruit” mode to “active, want to work for our Client” mode.

We then put our Candidates into our Client’s recruitment process, including psychometrics if required. We brief, debrief and advise all parties, accordingly.

 We manage and advise on the offer process, the invariable counter-offer scenarios, the notice period and maintain the relationship during the on-boarding process. We subsequently review post start date with both Client and Candidate.

 Brief to shortlist is traditionally four weeks. We also aim to provide a benchmark Candidate within the first two weeks to ensure that we are aligned with the Client’s expectations at an early stage.